1 / 43

Older Workers & Technology Implications for Trainers and Human Performance Technologist

Older Workers & Technology Implications for Trainers and Human Performance Technologist. Session Outline. Definitions Demographics Workforce Influences Training Strategies Technology Anxiety Other Expectations?. Older Workers. Older Workers.

cyrah
Télécharger la présentation

Older Workers & Technology Implications for Trainers and Human Performance Technologist

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Older Workers & TechnologyImplications for Trainers and Human Performance Technologist

  2. Session Outline • Definitions • Demographics • Workforce Influences • Training Strategies • Technology Anxiety • Other Expectations?

  3. Older Workers

  4. Older Workers • The term older worker evokes a mental image......

  5. Older Workers • Gerontology uses these terms for adults: young adult (20-30) adult (30-40) middle Age (40-65) young-old (65-74) old-old (75-84) oldest-old (85+)

  6. Older Workers • Typically however, industry describes an older worker as anyone over 50 years of ages. • During the next 30 years industry’s current definitions of “older worker” will certainly change.

  7. Older Workers • We are not yet sure if 65 years of age will be “retirement age” in 2020. • We do know that workers will continue to work after “official” retirement commences.

  8. Older Workers • As the supply of younger workers becomes depleted, this older, larger workforce will become the majority.

  9. Demographics 120 100 80 50 + Population in Millions 60 Under 18 40 20 0 1970 1980 1990 2010 2000 2020 Year

  10. Demographics 45 40 39 36 33 35 30 29 28 25 20 Median Age 15 5 -5 1950 1960 1970 1980 1990 2000 2010 2020 Year

  11. Demographics • Projections from the Bureau of Labor Statistics identify the three groups that will contribute the majority of the new entrants into the workforce by the year 2000: 1) women 2) minorities and 3) older adults

  12. Demographics • In 1993, • one American in four was 50 or older… one in eight was over 65. • In, 2000, • Approx. 50% of the population over 45 years of age... more 36 million over 65.

  13. Demographics • By 2025, • Those who are 50 and older will make up nearly 30% of the population of the entire U.S. workforce. • These figures make the 35-to-44 year old worker the fastest growing segment of the American population (AARP, 1988).

  14. Demographics • By 2005 more than 15% of the workforce will be over 55 years old.

  15. Demographics • ...these figures are staggering considering the proportion of those under 18 should stay at the same 24% between 2000 and 2030 (Couper & Pratt, 1997).

  16. Workforce Influences • There are three factors affecting how America's workforce will age.

  17. Workforce Influences • First, life expectancy rose from 43 years in 1900 to 72 years in 1990. • As life expectancy increases, so does the amount of time in which workers are healthy and available for work.

  18. Workforce Influences • Second, the baby boomers, those 76 million Americans born between 1946 and 1964, are slowly progressing through the life cycle and are clogging the workplace.

  19. Workforce Influences • In 1990, the oldest baby boomers were approaching 50. By 2010, they will be approaching 65.

  20. Workforce Influences • Third, the declining U.S. birthrate adds to a continuing shift from what was once a “youth-oriented” nation to a more “maturity-oriented” one.

  21. Workforce Influences • One of the most notable change in demographics has been the decline in the proportion of workers under the age of 25.

  22. Training Strategies

  23. Training Strategies • The following are effective techniques:

  24. Training Strategies • Provide audio and visual learning methods designed to compensate for any hearing or sight loss older trainees might have.

  25. Training Strategies • Be sure that there is no distracting background noise. • Use good diction. • Speak clearly and at a lower range.

  26. Training Strategies • Use large, bold, dark print on flipcharts. • Reduce glare. • Keep a consistently high level of light on the screen when showing films, videos, or slides

  27. Training Strategies • Allow for the fact that different trainees need different amounts of time in which to complete the stages of training.

  28. Training Strategies • Let the group help determine time requirements for assignments.

  29. Training Strategies • These techniques are good to consider for older worker due to diminishing physical capabilities.

  30. BUT….. • You will recognize these a good strategies in any training

  31. Technology Anxiety

  32. Technology Anxiety • Anxiety, Fear of Change • Lack of Knowledge Regarding Applications • Lack of Experience • Perceived Loss of Control

  33. Technology Anxiety • Anxiety about Changing Roles • Equipment Phobias • Fear of Increasing Time Constraints • Fear of Appearing Technically Incompetent

  34. Technology Anxiety • Lack of Training Time • Difficulty Using Interface Features and Control • Physical Changes Due to the Normal Aging Process (eyesight, muscle coordination, memory.

  35. Technology Anxiety • Help workers adopt a more positive attitude toward technology & its classroom uses. • Present Practical & Useful Examples of Technology Applications as well as its integration into the curriculum

  36. Technology Anxiety • Help Older workers Gain Positive Experiences Utilizing Various forms of Technology • Facilitate Classroom Role Reversal by stressing the importance of student contributions and leadership

  37. Technology Anxiety • Provide Many Opportunities for older workers to Work with Equipment and Software • Provide Sufficient Training Time • some older workers may need more time to become comfortable with software and hardware products

  38. Technology Anxiety • Select software with Interfaces that are Designed to meet the needs of Senior Adult workers. The software should: • have larger mouse targets • have changeable fonts & sizes • avoid relying heavily on memory (STM) • avoid complicated muscle movements for navigation and use

  39. Technology Anxiety • Encourage Peer Coaching & Peer Teaching with Technology Applications • Encourage Shared Projects, Suggestions, and Shared Uses of Computerized Tools

  40. You will recognize these a good training strategies for any worker!

  41. Some References • Wircenski, M., Walker, M., Allen, J., & West, L. (1999). Age: A diversity issue in grades K-12 and in higher education. Educational Gerontology 25(6), 491-500. • Allen, J., Wircenski, M. (1999). AgeShare: Training Older Learners: Issues for the New Millennium. National Academy for Teaching and Learning about Aging [on-line].www.unt.edu/natla/age_share_training_older_learners.htm. • Allen, J., & Hart, M. (1998). Training older workers: Implications for HRD/HPT professionals. Performance Improvement Quarterly, 11(4), 91-102. • Ennis-Cole, D, Allen, J., (1998). The Challenges of training and retraining mature learners. The Journal for Vocational Special Need Education, 20(3), 35-42. • Allen, J., Wircenski, M., & West, L. (Eds.). (1998) Aging: Our one common experience in special needs. Journal of Vocational Special Needs Education [Special issue], 20(3).

  42. Further Discussion • Should Older Workers and Younger Workers be Treated Differently? • How do we help everyone compensate for special needs? • Others?

  43. University of North Texas Department of Technology and Cognition P.O. Box 311337 Denton, Texas 76203-1337 Email: Jallen@unt.edu Phone: (940)565-4918 Jeff Allen To Download Presentation: www.coe.unt.edu/Allen/download.htm

More Related